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November 2019 11
Continued From page 10
Failure to Report
5. Assess your Management Style If you fail to report for work for three (3) consecu ve
It’s hard to acknowledge, but one of the more common shi s without personal no fi ca on, and approval by your
reasons for employee dissa sfac on is management immediate supervisor or a member of management, The
style. Could your style be encouraging employees to Company will consider that you have abandoned your
harbor grudges or lose morale? Step back and assess posi on and voluntarily terminated your employment.
what you can do diff erently. Is your open door policy
really that open? Do employees really feel valued? Plan Excused Absence or Tardy
on se ng aside more management me for your team, An absence is defi ned here as the failure to report to
discuss their professional goals, and share your vision for your designated work shi at any point of your scheduled
the con nued growth of your business and their role in it. shi . Tardiness is defi ned here as repor ng to work but
not being at your worksta on when the shi begins, ready
6. Consider Introducing Incen ve Plans to work, either at the beginning of the day or returning
While there are no guarantees that you can control from a break or lunch period. Leaving work early will be
absenteeism, ini a ves such as incen ve plans and treated as an absence. Employees leaving work without
programs such as fl ex- me, wellness programs, and permission from your supervisor will result in disciplinary
project comple on perks, are proven to increase morale ac on up to and including discharge. The following
and produc vity. They also send a clear message to your absences will be excused and will not count against the
employees that they have a recognized and valuable role six (6) Excused Absences in a six (6) month period policy:
to play in your business as a whole. military leave, jury duty, funeral leave, approved leave,
family medical leave, personal day, family emergency,
7. Termina ng Repeat Off enders
If you’ve exhausted all these interven on measures and vaca ons and holidays or industrial accidents.
aren’t seeing improvement, then termina on may be All Excused Absences require prior to shi no fi ca on.
your only op on. Follow your HR policy to the le er on Absences/Tardies that may be considered Excused are:
this one and refer to the law as it pertains to termina ng Sickness/Injury of employee or family member, vehicle
employees, fi nal pay checks, and more. problems, road construc on, weather and natural
disaster. With proper no fi ca on according to this policy,
SAMPLE POLICY LANGUAGE
other absences may be considered excused. Without
Repor ng for Work proper no fi ca on, any other absences, for any reason,
Please report for work in suffi cient me to be ready to will be considered unexcused.
start work promptly at the beginning of the shi . You are
expected to stay at your worksta on during the working Unexcused Absences and Tardies
hours of your shi except in case of emergency. If it Only those absences for which you have properly
becomes necessary for you to leave work early, you must no fi ed your supervisor offi ce according to this policy
no fy your supervisor or the main offi ce prior to leaving. will be classifi ed as excused. All other absences will be
unexcused, except in extreme emergencies.
Absence from Work
If you fi nd it necessary to be absent from work because In any six (6) month period, The Company, considers
of illness or similar cause, it is your responsibility to three (3) unexcused absences to be excessive and will
no fy your supervisor as far in advance of your start take appropriate correc ve ac on as stated below:
me as is possible. If you are unable to report to work, V The second absence and/or tardiness will result in
you must no fy your supervisor or the main offi ce prior wri en no fi ca on by your supervisor.
to the start of your shi in order for the absence to be
V The third absence and/or tardiness will result in a
excused. fi nal wri en warning and a discussion with your
supervisor.
It is your responsibility to provide suffi cient, reasonable
evidence to support a determina on of an excused V The fourth absence and/or tardiness will result in
absence. A doctor’s cer fi cate may be required before disciplinary ac on up to and including discharge.
returning to work from absences due to injury or illness. The Company reserves the right when unusual
Excessive absenteeism will subject you to disciplinary circumstances surround any employee’s excused or
ac on up to and including discharge. This rule will be unexcused absences, regardless of whether no fi ca on was
strictly enforced. given, to have the Supervisor and the Personnel Manager
review the extenua ng circumstances and if warranted to
take a more or less aggressive disciplinary ac on.

Timber Products Manufacturers Associa on